WSU Training for Developing Leaders 6/3/2018 WSU Training for Developing Leaders Position Descriptions, Expectations, and Annual Reviews January 2016 Template-WSU Hrz 201.ppt

Today’s Learning Objectives Three “Building Blocks” of performance management Components of well-written job descriptions Essential functions of a sample job description Effective performance expectations Phases of productive review meetings

Position Descriptions Building Blocks of Performance Management Position Descriptions Performance Expectations Performance Reviews

It is important for employees to clearly understand their roles. Building Block One – Position Descriptions It is important for employees to clearly understand their roles.

Advantages of Position Descriptions Employee Supervisor Communication

Position Description Defined A summary of scope of authority and responsibility. A statement of principal duties and functions. Specific to the needs of the department (Not to the employee)

Essential Competencies Position Descriptions – Nuts and Bolts Position Description Details Duties Supervisor /Lead Qualifications Essential Competencies Performance Expectations

Using the sample Job Description provided, identify: 6/3/2018 Small Group Activity Using the sample Job Description provided, identify: Essential job duties of the position Non-essential duties Required (minimum) qualifications Preferred qualifications Template-WSU Hrz 201.ppt

Position Descriptions - Classification Civil Service Must be consistent with the State Department of Enterprise Services Class Specifications for the classification. Administrative Professional Must comply with the State of Washington exemption definitions RCW 41.06.070 and WSU Benchmarks.

6/3/2018 Template-WSU Hrz 201.ppt

Position Descriptions Building Blocks of Performance Management Position Descriptions Performance Expectations

Success in my positions requires: Building Block Two – Performance Expectations Success in my positions requires:

position description = “what” performance expectations = “how well” A statement of the result an individual employee will achieve when he/she is doing a job satisfactorily. position description = “what” performance expectations = “how well”

Expectation Criteria Civil Service: Quantity of Work Quality of Work Job Knowledge Working Relationships Other Criteria Administrative Professional: Productivity Interpersonal Skills Optional Factors

Performance Expectation Categories Expectations for Civil Service employees must include: Unsatisfactory Needs improvement Satisfactory/meets expectations Outstanding performance Exceeds expectations It is recommended that AP employees also have performance expectations.

Realistically attainable Legally defensible Performance Expectations Consistent Realistically attainable Legally defensible Valid Free of bias In compliance with applicable laws, regulations, WSU policy and procedures

6/3/2018 Template-WSU Hrz 201.ppt

6/3/2018 Template-WSU Hrz 201.ppt

Position Descriptions Building Blocks of Performance Management Position Descriptions Performance Expectations Performance Reviews

Building Block Three – Performance Reviews It’s important to receive constructive and corrective feedback throughout the year.

Preparing for the Performance Review Prepare throughout the year Know your EE Categories and performance expectations Keep and review notes, goals, accomplishments Know what official forms and processes to use Understand / Identify criteria and ratings

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Administrative Professional Evaluation Policies Civil Services WAC 357-37 BPPM 60.55 REQUIRED Permanent EE’s - Annually (prior to PID) Probation or Trial Service – 6 months May be postponed for 6months May request cyclic reviews HRS Bargaining Unit Collective Bargaining Unit Agreement Some state No Performance Evals – Check Contracts Administrative Professional AP Handbook BPPM 60.55 Calendar Year HRS Faculty Faculty Manual BPPM 60.55 Calendar Year May Use WORQS Provosts Office

“Wow, I’m so excited for my performance review today!” - Said by no one . . . ever

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Performance Review Meetings Purpose of Review Meeting Discuss review period Future planning Clarify ratings/expectations Facilitate communication Planning for the Meeting Coordinate in advance Schedule appropriate amount of time prior to meeting? Review evaluation Talking points During the Meeting Greet employee / put at ease Start on a positive note Discuss items and rating Encourage input and participation Closing the Meeting Summarize discussion Confirm employees understanding Summarize improvement plan(s) and/or goals End positively

Performance Review Reminders No surprises CS employees may appeal alleged irregularities in forms and/or procedures, not content Written Rebuttal Employee signature: indicates receipt of review – not agreement

Performance Review Pitfalls Biases Déjà vu Gossip Inflated Rating

Preparing for Next Year Periodically review goals Monitor progress in removing deficiencies For growth and development Encourage employee Provide an environment that allows for success

Position Descriptions Summary Building Blocks of Performance Management Current and accurate position description and performance expectations Lead to useful and valid performance reviews. Position Descriptions Performance Expectations Performance Reviews

6/3/2018 Template-WSU Hrz 201.ppt

Resources BPPM 60.55 WAC 357.37 Collective Bargaining Unit Agreements Administrative Professional Handbook Faculty Manual Visit HRS’s web site to access a sample of Performance Expectations. Go to www.hrs.wsu.edu, and click on Manager/ Classification-Compensation Online Position Description System www.wsujobs.com/hr HRS– www.hrs.wsu.edu Questions can be directed to HRS at 335-4521, or hrs@wsu.edu

WSU Training Videoconference 6/3/2018 This has been a WSU Training Videoconference If you attended this live training session and wish to have your attendance documented in your training history, please notify Human Resource Services within 24 hours of today's date: hrstraining@wsu.edu Template-WSU Hrz 201.ppt